臺灣於2000年進行政府組織再造，政府部門結構調整與人力資源縮減等精簡措施；適應社會產業經濟結構從傳統製造業向高科技產業轉型的過程，使得傳統職位遭遇淘汰的考驗。在過去二十年，工作不安全感（Job Insecurity）已成為職場中普遍存在的現象，特別是在高度工業化的現代社會。近五年隨者人工智慧發展和全球化進程加速，職位變動性顯著成長，許多職業面臨被取代的風險，加劇工作者對工作不安全感的感知，工作不安全感不僅對工作者的心理層面造成顯著影響，還對其行為層面產生深遠影響，進而成為影響其心理健康和工作表現的關鍵因素。此外，工作者的工作投入（Job Involvement）在此背景下顯得尤為重要，因為其決定了工作者是否會在工作中投入心力和精力，影響其整體工作效能與組織承諾。本研究旨在探討上述背景下，工作不安全感對工作投入之間的關係，並控制組織特性作為調節變項。透過系統性檢索策略，搜尋國內相關文獻，研究樣本來自「臺灣碩博士論文知識加值系統」、「華藝線上圖書館」及「國家圖書館：期刊文獻資訊網」等資料庫，最終納入分析文獻共27篇。研究方法採用Pearson相關係數作為效果量進行後設分析（Meta-Analysis），出版偏誤用Fail-safe N方法、Egger檢定法及Trim & Fill方法評估結果穩健性。研究結果顯示，工作不安全感與工作投入之間存在顯著的低效果量負相關，一階段分析（r = -0.023）、二階段分析（r = -0.034）均顯示此關係；調節變項分析顯示工作不安全感與工作投入在組織特性下存在顯著差異，臺灣工作者在公營（r = .169）與民營（r = -0.176）面對工作不安全感時會表現出不同反應模式。公營工作者不安全感主要來自政府政策變動影響，面對工作不安全感會展現更多的工作投入；民營工作者則受到市場競爭、技術進步和產業轉型的影響，當感知工作不安全感會降低工作投入，研究結論強調在制定政策時應充分考慮組織特性，以促進工作者的工作投入。未來研究應進一步在此關係上探討不同調節變項作用，方能提供學術界與實務界更為精確的研究方向與管理建議，並對臺灣工作者的心理與行為有更全面的分析及預測。

In 2000, Taiwan underwent government organizational restructuring, where changes in structure and reductions in human resources raised concerns among workers about job security. This study explores the relationship between job insecurity and job involvement under these circumstances, using organizational characteristics as a moderating variable. By reviewing relevant domestic literature, the study sourced samples from databases such as the "National Digital Library of Theses and Dissertations in Taiwan," "Airiti Library," and the "NCL Taiwan Periodical Literature," resulting in 27 studies for Meta-Analysis. This research used Pearson's correlation coefficient as an effect size and employed the Fail-safe N method, Egger's test, and Trim & Fill method to assess result robustness. Findings indicate a significantly negative, though low, effect of job insecurity on job involvement: first-stage analysis (r = -0.023); second-stage analysis (r = -0.034). The study also found significant differences in the relationship across job characteristics: public sector employees in Taiwan (r = .169) and private sector employees (r = -0.176) exhibit different responses to job insecurity. In the public sector, job involvement increases in response to perceived insecurity, while in the private sector, perceived insecurity tends to reduce job involvement. Future research should explore various moderating variables to offer more precise research directions and management recommendations, providing a comprehensive analysis and prediction of Taiwanese workers' psychology and behavior.

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